New Ways of Working in Dutch central government - April 2014

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Transcript of New Ways of Working in Dutch central government - April 2014

How do we approach this?Communicate'New ways of working' in Dutch central governmentlessons learnedIntroductionMinistry of the Interior & Kingdom RelationsTPAW -What's our definition?Being able to work regardless of :For instance: the visioning documentWhat do we consider TPAW?Directorate-General for Central Government Organisation and Operational ManagementProgramme 'New ways of working in central government' (Dutch: TPAW)LocationTime of dayDeviceThis fits in with...Smaller & more effectiveCost reduction of €630 million"By 2017 central government should operate completely electronically, both in its services to citizens and internally."Taskforce TPAWFacilitate knowledge sharingAddress problems 'higher up'Taskforce TPAWConsistency in policyBreak through barriersKeep things movingCentral Government Reform Agenda Programme goalsCommunicate government-wide TPAW policy clearlySupport government organisations in implementing TPAW Encourage sharing of knowledge of & experiences with TPAWQuestionsThe New Office conceptActivity based work environmentFlexible desk policy0,9 wp/fte, goal: at least 0,7 wp/fteEfficient & attractiveRoom for own identityCommunity management: network of project managers

Also: online platformsBeing able to work regardless of :LocationTime of dayDeviceMain issues associated with TPAWBBBricksytesehaviourWorking from home (or anywhere)Paperless officeKnowledge sharing across boundariesResult-oriented managementWorking smarter (digital tools)Flexible office (desk sharing, activity based working)80%WWhat are considered the main benefits?hy?Reduction of housing costsIncreased productivityImproved work-life-balancePositive boost to employer's imageIncreased employee satisfaction (autonomy)Organisational flexibilityWWhat are the main concerns?hy not?Fear of losing personal officeManagement style not suited to TPAWResistance to changeFear of losing touch with co-workersOrganisational culture not suited to TPAWLessons learnedDODON'TEstablish ground rules (office space, presence, availability, contact)Tackle noise issues (chatter, phone calls)Make sure IT-support is impeccable Pay extra attention to team spirit/ 'social cohesion'Ensure concepts of activity based working are clear & observedInvest in training (IT-tooling, feedback, self management)Make use of a 'sense of urgency' as a catalyst (move? cost cuts?)Involve management: leading by example helps tremendouslyEvaluate frequently & adjust concepts accordinglyForget about digitising documents; help employees transitionApproach it as simply moving office -> 80% is behaviourUse a dogmatic approach, leave room for 'custom made'Underestimate the fears & concerns, address them beforehandMake the office bland: visible identity markers are importantLose sight of employees who tend to over-work (buddy system)Introduce TPAW as stand alone concept: connect to mission & goalsLose sight of the synergy between bricks, bytes & behaviourForget about managers; offer guidance in their changing role